The primary responsibility of the Aboriginal Cultural Heritage Compliance Officer is to ensure that Gunditj Mirring Traditional Owners Aboriginal Corporation (GMTOAC) meets its statutory role and obligations as a Registered Aboriginal Party (RAP) under the Aboriginal Heritage Act 2006 and as a (2) Future Acts Notifications under the Native Title Act 1993.
The focus of this position is to provide strong capabilities in coordinating on Country works in relation to the GMTOAC responsibilities as a RAP.
Cultural Heritage Management
- Ensure the timely response to cultural heritage notifications.
- Review and evaluate Cultural Heritage Management Plans.
- Ensure a high level of communication and liaison with Gunditjmara Traditional Owners as well as a range of government, industry and business stakeholders.
- Supervise and coordinate the Cultural Heritage Site Workers.
- Successfully implement, manage, monitor and evaluate programs and projects.
Aboriginal Heritage Officer
- Responsible for directing and overseeing Cultural Heritage Audits.
- Assess compliance with a Cultural Heritage Management Plan or a Cultural Heritage Permit.
- When necessary, enforce protection measures and/or issue 24 hour stop orders.
- When necessary, gather relevant information to assist in the investigation of offences and prosecutions under the Aboriginal Heritage Act 2006 and Aboriginal Heritage Regulations 2018.
- Ensuring safety is maintained at the forefront of any service provision provided.
Cultural Awareness and Other Programs
- Responsible for building programs to be delivered to businesses and organisations through Indigenous Cultural Awareness workshops.
The intended learning outcomes of our workshops will be to:
- Develop awareness of Aboriginal culture and identity.
- Develop awareness of the strengths of Aboriginal culture and people.
- Assist in making the connection and understanding the impact of colonisation and past policy for Aboriginal people today.
- Develop capacity to be more understanding and responsive to Aboriginal colleagues and clients.
- Motivate participants in their cultural competence journey.
Co-ordination, design and delivery of other cultural programs such as, but not limited to:
- Smoking ceremonies.
- Welcome to country.
- Language requests.
- Educational talks.
- All other relevant requests as directed.
Key Selection Criteria
The key selection criteria specified below outline the capabilities required for the position.
- An awareness and understanding of historic and current issues affecting Gunditjmara people and country.
- Experience in establishing partnerships and/or effectively engaging with Gunditjmara people and building Gunditjmara community capacity with a community development approach is highly advantageous.
- Experience working with government departments or agencies to achieve mutually beneficial outcomes is desirable.
- Qualifications in Cultural Heritage and or Natural Resource and Land Management or equivalent demonstrated experience.
- Certificate IV in Government Investigations.
- Or the ability to complete these courses during the duration of employment when availability is offered by Aboriginal Victoria.
Desirable Knowledge & Skills:
- Interpersonal skills.
- Stakeholder management.
- Planning and organising.
- Problem solving.
- Planning and organising.
- Documentation and reporting.
Conditions of Employment
- This is an identified position, successful applicants must be able to provide evidence that they have worked with, managed and supported Aboriginal and/or Torres Strait Islander people; and understand the historic and current issues affecting Gunditjmara people and country; as well as the broader Australian Aboriginal and Torres Islander community. Successful applicants must be able to provide proof that they are of Aboriginal and/or Torres Strait Islanders descent; identify as an Aboriginal and/or Torres Strait Islander; and are accepted by their community as Aboriginal and/or Torres Strait Islander.
- Must have a Victorian Drivers Licence
- Ability to obtain a positive National Police and Working With Children Check
- Appointments are subject to satisfactory completion of relevant screening checks.
The filling of this position is intended to constitute a special measure under section 8(1) of the Racial Discrimination Act 1975 (Cth), and s12 of the Equal Opportunity Act 2010 (Vic) and s8(4) of the Charter of Human Rights and Responsibilities Act 2006 (Vic).
GMTOAC is an equal opportunity employer – If you believe you may be unable to achieve a positive check result, we have the ability to review your results and act with discretion. This allows us to employ staff only if we consider the outcome of this record will not have any negative impact to GMTOAC operations or reputation, or the role the staff member is completing.